Opponents of remote work often cite lack of engagement and reduced productivity as reasons why they prefer employees in the office. While work habits have changed since the influx of remote work in 2020, it doesn’t necessarily mean it’s changed for the worse.

Since the start of the COVID pandemic employers have changed the definition of work to include working away from the office and usually (not always) in an employee’s home. To accommodate a productive and legal work from home policy, HR Morning, an HR consulting firm, identifies five pitfalls to avoid when creating your policy.

Since the outbreak of COVID-19 in early 2020, many employees began working from home. Although some companies have gone back to in-person work, other companies have realized they are able to function just as well remotely, without any negative effects on productivity.

A recent article published in CCH HRAnswersNow Expert Insights looks at the issue of FMLA coverage for remote workers. In this case, a person worked from their home which was well outside what could be reasonably considered within the coverage area of the FMLA.

As the pandemic has put immense pressure on government employees to deliver public services, new research finds that teleworking has improved team performance. 46% of government employees who telework—both fully remote and hybrid employees—say their team’s performance improved during the past two years. Only 35% of in-person government workers say their team’s performance has improved during the period, according to new research from Eagle Hill Consulting.

MRA, one of ASE’s sister associations located in Wisconsin and Illinois, released the results of their latest Hot Topic Survey on Remote Work and Inflation.  The survey revealed that remote work has become one of the most valued benefits companies can offer.

Elon Musk recently met with the staff of twitter and during that meeting he talked about his 7-word rule for working remote – “if somebody is exceptional at their job.”

As employers move further into remote work arrangements (full-time, part-time, hybrid) with their employees, a basic understanding of the state’s workers’ compensation law is important.

We are still waiting for the moment where we feel confident to say the worst of COVID is behind us and it’s downgraded to an endemic.  When that happens, we will take stock of the pandemic’s legacy on the workplace.  A recent working paper from the National Bureau of Economic Research makes the case that remote work will be one of those artifacts from the pandemic.

One of the number one arguments I hear against remote work is maintaining the workplace culture that was established prior to COVID. But I think, in some cases, if the right adjustments were made, culture was improved or at least maintained.

Since the Covid-19 pandemic hit, remote work has been the biggest trend impacting the way businesses operate. There is one growing group of workers: digital nomads. These are people who embrace a location-independent, technology-enabled lifestyle. Unlike regular remote workers, who tend to stay in one place or shuttle back and forth between their home and a vacation retreat, digital nomads travel and explore the world while working.

The pandemic and tight job market might have your organization considering bringing on remote employees who live far away from your office location. But this can create lots of questions for hiring managers. Before jumping in, read these pros and cons.

Michigan’s business leaders see robust growth ahead in the state’s economy during the next six to 12 months and plan a return to in-person office work in the 3^rd (48%) and 4^th (31%) quarters of this year, according to a quarterly economic survey completed by Business Leaders for Michigan. Only 10% have already returned.

In ASE’s latest COVID-19 Business Impact Survey, over 52% of Michigan employers report that some staff will work remotely on a regular full-time basis after the pandemic, if their job allows it. Nationally, more than 80% of employers describe that their organizations’ shift to remote work during the pandemic has been successful, and nearly 40% have reported an increase in productivity, according to a recent Pearl Meyer survey.

More than two-thirds (68%) of U.S. workers prefer a hybrid workplace model after the pandemic ends, according to Prudential’s Pulse of the American Worker survey, conducted by Morning Consult in March. Of those surveyed who have been working remotely, 87% want to continue to work remotely at least one day per week post-pandemic.